The news of a change in certification for human resource professionals struck a nerve this spring when the Society for Human Resource Management (SHRM) announced it was developing a new certification system that seems to be a threat to the familiar credentials offered through HR Certification Institute (HRCI). The heat has only built since the May announcement. Immediately, questions began to surface, many of which came to a head at SHRM’s annual meeting held in June in Orlando. In addition to questions about how the new system will work and what it means for the existing certification program, HR practitioners are wondering how the rancor surrounding the change will play out. 
SHRM says it tried to work with HRCI on a certification program focusing on what it terms “competencies.” The goal of the competency model is to assess not just what practitioners know but also how they perform. In a June press release, SHRM said the program “is based on the SHRM HR Competency Model, which was validated by more than 30,000 HR professionals around the world.”
HRCI claimed in a statement in response to SHRM’s announcement that its exams “have always been competency-based and derived with input from thousands of practicing HR professionals around the world.” HRCI says it was taken by surprise and the organization, which was created by SHRM in 1973, is not planning to roll over.
“SHRM claims in its public statements that it invites collaboration with HRCI. But SHRM’s private actions tell a different story,” HRCI Executive Director Amy Schabacker Dufrane, said in a statement released during the SHRM annual meeting.
“SHRM launched a competitive certification without notification and terminated HRCI’s operating agreement that connected us for decades,” Dufrane’s statement continued. “Then they barred us from participating as an exhibitor at the SHRM Annual Conference. We are not sure what Hank Jackson, C.P.A., President and CEO of SHRM, means when he says he is hopeful HRCI will support SHRM’s new certification.”
The rift has caused HRCI to move out of the building it once shared with SHRM, and HR practitioners with the credentials from HRCI have to wonder about the future of the organization. HRCI, typically a major presence at the SHRM annual meeting, says it was barred this year. SHRM says HRCI withdrew on its own.
Steve Bruce, editor of BLR’s HR Daily Advisor, who attended the Orlando meeting and talked with representatives of both SHRM and HRCI, says SHRM claimed it didn’t ban HRCI. But because of the severance of the affiliation agreement, it wouldn’t provide HRCI with the usual level of assistance—free admittance for staff and presence for the association, for example.
Bruce says SHRM maintains it tried to work with HRCI on the new certification plan but found that organization intransigent on the issue of adding competencies to the certification process. He says HRCI accuses SHRM of defining partnership as controlling and threatening to their necessary independence.
HR professionals at the meeting also expressed concern over the rift. Bruce said he talked to practitioners who are concerned that expanded access will weaken the importance and prestige attached to certification, but SHRM responds that its test won’t be easier than the current certification test.
Bruce said he also heard attendees voice the belief that the new credentials are just a way for SHRM to bring in money, but SHRM responds that the program will be operated on a cost basis and isn’t intended to generate a profit.
Susan Schoenfeld, a senior legal editor for BLR’s human resources and employment law publications, also attended the meeting and found practitioners full of questions but trusting that they’ll be able to convert to the new certification.
Organizations that provide certification training also attended the Orlando meeting and had concerns, Schoenfeld says. They’re wondering about what they need to be developing and what the deadlines will be. She says SHRM told providers that classes and test prep materials should be based on its new global Body of Competency and Knowledge (BOCK), but providers don’t yet have details on what the BOCK will be.
Friday, we will look at how HR professionals with HRCI certifications can get the new SHRM certifications and more with “SHRM certification: How will HR professionals go forward?”
I worked hard to obtain my PHR certification and I certainly feel competencies were included in the course materials, classroom training and HRCI testing. SHRM has not provided to it’s members the differences between our current certification and the new certification. I (and I am sure many others) are not sure if it would be best to move forward with SHRM’s certification or continue on the path of recertification with HRCI. Is it possible to do both? Since it appears that SHRM and HRCI are no longer working together, I am guessing they will not allow courses, webinar’s, attendance at the SHRM conference sessions, etc to qualify as recertification credits toward both designations. I would be pleasantly surprised if I am wrong. I was at the conference this year and was looking forward to being a part of the group that was recognized as having achieved their designations in 2013/2014. That didn’t happen (or did I miss it??). Very disappointing. 🙁
Tammy,
Thank you so much for your article. Finally, someone has put into words the “rift” that has been so apparent but not openly discussed. Perhaps now that the issue is documented, we will find a suitable resolution.
Sadly, I feel the profession is suffering in the interim. Those of use who attained PHR certification many years ago and have maintained the required CEUs have seen the credibility of the designation deteriorate over the years.
Truly, a step backward for the profession.
As an HR Manager with a Master’s Degree and no SHRM certification, my employer, previous employers, manager, prior managers, and leadership values my actual work experience(s) + advanced degree. The non-HR leadership teams that I’ve worked for the past 2 decades may not know what a SPHR or PHR is. As a result, this change = many now have an SPHR or PHR that means a lot to them – and them only.
I need to renew my SPHR Certification by the end of the year. Do I do so through HRCI or SHRM? Will the new SHRM requirements be ready? Not really right for those of us to diligently followed HRCI requirements only to discover a few months prior to re certification that it could potentially change. Thank you for your article, very informative.
@Lori – you MUST recertify through HRCI in order to keep your hard-earned SPHR. SHRM has nothing to do with HRCI’s certifications. They cannot “convert” them or take them away. Nothing is changing with your SPHR, the PHR or any of HRCI’s other certifications. They are still recognized as the gold standard for the HR profession. Please feel free to contact me or HRCI at any time with questions: info@hrci.org
I wanted to get a PHR and may be able to through my employer next year, but now I am confused which I should get. This is not a good step for SHRM to make when HR is still considered a necessary evil to some businesses.
As I understand it, nothing changes with your PHR or SPHR. As far as HRCI is concerned it is business as usual.
I plan on carrying my SPHR and SHRM’s new certification. I would bet my LIFE that to carry both I will have to get 60 credits EACH as credits will NOT be universally recognized.
My concern with the new SHRM certification is that it will be easy to obtain in order to create revenue. As cited in the article, I agree that money drove this decision by SHRM to start off with.
SHRM indicates that the program is going to be operated on a cost basis and is not intended to generate a profit. By launching a poorly developed program that is rich with nothing but inadequate planning, it seems likely that the results will translate to a cost prohibitive process that we, the practitioners, will pay for. This is an example of the same type of thinking that results in the need for intervention and redirection by a highly skilled and well prepared HR department.
Thanks for the article. One of my biggest problems with this new certification is the ability to grandfather in. SHRM has stated that a new certification was necessary because HRCI certifications were sub par. Yet if you have one of the “sub par” certifications, you can get the new SHRM certs for free. Where is the integrity of the SHRM certifications? As we build our HR teams in the future, will we ask “Is your SHRM-CP earned or did you get it by not having to actually take the test during the power grab of 2014/15? “
Tony – You said it all – So which way is it SHRM? You can’t have it both ways!
I just got my PHR in December and have just begun working on credits. Now I’m worried about where I get my credits, like SHRM’s local chapter meetings, and if they will now count toward my PHR. So then do I work toward the SHRM certfication? I feel like the battle between them leaves us unsure what to do.
I am newly PHR certified. I’ve read about a lot of complaints regarding the low pass rates for the HRCI certification tests. I was fortunate to Pass on my first attempt and I’m glad that the test is difficult and the pass rate is so low. It makes my Certification worth more in my eyes. I’m not sure if I will try to obtain the SHRM certifications for “free”. I didn’t really earn them like I did my PHR.